Career management. Stages of Career

System of Adaptation. Main tasks of it

Adaptation: Mutual adjustment of the employee and the organization, which is based on the gradual entry of new employee in professional, social, organizational and economic conditions.

System of adaptation includes

1. Workplace preparation
2. "Rite of Passage"
3. Assigning a mentorНазначение наставника)
4. Induction (введение в должность)
5. Turning to the group (team)

Tasks

*Accelerating the achievement of the required level of employee productivity and quality of work
*Creating a favorable psychological climate in the team
*Decrease organizational costs(снижение расходов)
*Reducing staff turnover(сокращение тукучки кадров)
*The development of an organizational culture

7. Human resource management. theoretical developments

Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances(условия) where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).

HR movement began in the 20th century due to Frederick Taylor "scientific management", which aim was to improve economic efficiency in manufacturing jobs. Taylor said that well organizes manufacturing process can lead to workforce productivity.

The movement was formalized following the research of Elton Mayo, whose Hawthorne studies serendipitously documented how stimuli unrelated to financial compensation and working conditions—attention and engagement—yielded more productive workers.[2] Contemporaneous work by Abraham Maslow, Kurt Lewin, Max Weber, Frederick Herzberg, and David McClelland formed the basis for studies in organizational behavior and organizational theory, giving room for an applied discipline.

8. . Human resource management. Business function

Human resource management (HRM) is the business function that focuses on the people aspects of an organisation. It ensures the efficient management of people in the business. It is responsible for ensuring that an organisation has the right people to deliver its overall business plan.
In practice,in organization (so called micro-level) HRM is charged with attracting the right employees (recruiting), selecting the right employees through the selection, assesment and recruitment process. HR then onboards new hires and oversees their training and development , estimate (оценивают)staff and then rewards them accordingly. HR is involved in employee terminations - including resignations, performance-related dismissals, and redundancies.

At the macro-level, HR is in charge of overseeing organizational culture, ensures compliance with employment and labor laws,e.t.c.
So, in the end вы можете сказать, что HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk

9. Career management. Types of career

Career Management is the combination of structured planning and the active management choice of one's own professional career.

The outcome(результат) of successful career management should include personal fulfillment, work/life balance, goal achievement and financial security.

1. Professional

2. Inter-organizational (inter-institutional)

3. Intra-organizational

4. Horizontal

5. Vertical

6. Latent = Hidden

10. Training and development

Human Resource Management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development.( Управление человеческими ресурсами, обучение и развитие области, которая связана с организационной деятельностью, направленной на улучшение работы отдельных лиц и групп в организационных условиях. Она была известна под несколькими названиями, в том числе развитие человеческих ресурсов, обучение и развитие.)

¢ Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.

¢ Development: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.

11. Human capital, investments and investors, "specific" and "general" human capital

Capital is moneyor a financial asset invested for the purpose of making more money (whether in the form of profit, rent, interest, royalties, capital gain or some other kind of return).

Human capital is the stock of competencies, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic value.

Assets (активы, компоненты)

Health

Education

Mobility/ Migration

¨ Specific refers to skills or knowledge that is useful only to a single employer or industry,

¨ Generalhuman capital is useful to all employers.

12. Motivation. Motivation Theories

Motivation is the psychological feature that arouses an organism to action toward a desired goal and elicits, controls, and sustains certain goal directed behaviors. It can be considered a driving force; a psychological drive that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat.

The two motivation concepts(Внутренняя и внешняя мотивация.)

There are two motivation concepts that most people usually use such as: intrinsic and extrinsic motivation.

Внутр Intrinsic motivation generally refers to motivation that is caused by an enjoyment or interest in the existing task; it exists within the individual instead of depending on any external pressure.

Внеш Extrinsic motivation on the other hand arises from the outside force. The most common extrinsic kind of motivation is in form of rewards like money in exchange of getting good grades, it could also be coercion or a threat of punishment.

2 types of theories: one group^ needs analysis (Maslow(said that there are hierarchy of needs: Physiology(hunger, thirst, sleep, etc. Safety/Security/Shelter/Health Belongingness/Love/Friendship Self-esteem/Recognition/AchievementSelf actualization), Herzberg: Motivators;(e.g. challengingwork,recognition, responsibility) which give positive satisfaction, and Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation , Alderfer who expanding , created the ERG theory. According to Alderfer there are three groups of core needs — existence, relatedness, and growth. The existence group is concerned with providing our basic material existence requirements. They include the items that Maslow considered to be physiological and safety needs. The second group of needs are those of relatedness- the desire we have for maintaining important personal relationships. These social and status desires require
interaction with others if they are to be satisfied, and they align with Maslow's social need and the external
component of Maslow's esteem classification), the next group is about the processes that can appeared during thework and which can influence on motivation (Vroom's Expectancy theory, Adam's theory)

Кратко по-русски: выделяют 2 группы теорий: содержательные и процессуальные теории мотивации. В основе содержательных -анализ потребностей человека (Маслоу, Герцберг, Альдерфер, наш Герчиков и т.п. То есть, зная потребности человека, ВЫ его можете мотивировать.. Другая группа
ученых полагала, что в процессе мотивации могут возникнуть ситуации, которые повлияют на труд.поведение работника: не будут оправданы ожидания, не будет справедливого
вознаграждения - не получится персонал мотивировать.

14. Employee motivation. System of motivation

Workers in any organization need something to keep them working. Most of the time, the salary of the employee is enough to keep him or her working for an organization. An employee must be motivated to work for a company or organization. If no motivation is present in an employee, then that employee’s quality of work or all work in general will deteriorate.

15. Human resources, Human resource management

Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy. "Human capital" is sometimes used synonymously with human resources, although human capital typically refers to a more narrow view; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise, other terms sometimes used include "manpower", "talent", "labor" or simply "people".

Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will typically also serve as the company's primary liaison with the employees' representatives (usually a labor union).

Career management. Stages of Career

Career Management is the combination of structured planning and the active management choice of one's own professional career.

The outcome of successful career management should include personal fulfillment, work/life balance, goal achievement and financial security.

Career is a COURSE OR PROGRESS THROUGH LIFE OR DISTINCT PERIOD OF LIFE

Professional

Inter-organizational (inter-institutional)

Intra-organizational

Horizontal

Vertical

Latent = Hidden

Preliminary period–(age 25-28) - “Предварительный”

Formation period - (age 25-30) “Этап становления”

Promotion period – (age 30-45) “Этап продвижения”

Saving Period – (age 45-60) “Этап сохранения”

Retirement –(age 60-70) “Этап завершения”

17. Forms of payroll calculation in tariff wage system

18. Personnel reserve. Types, criterions .(Кадровый резерв. Типы, критерии)

19. Efficiency of HRM(эффектвность)

Развитие компании или предприятия во многом зависит не только от коммерческих способностей руководителя, но и от построенной им системы управления работающих с ним подчиненных. Каждый руководитель должен в первую очередь определить для себя задачи управления персоналом, что поможет повысить не только эффективность управления персоналом, но и результативность общей цели, поставленной перед каждым отдельно взятым работником.

• Ориентированность на основные несущие цели предприятия.
• Совместимость с культурой организации.
• Наличие мотивированных и специализированных мастеров – профессионалов.
• Поддержание уютного и комфортного микроклимата внутри коллективной среды.
• Участие и поддержка руководящего аппарата любому сотруднику.

Development of the company or enterprise depends not only on the ability of commercial director, but he built from the control system working with him subordinates. Every leader must first determine for itself the task of personnel management that will help improve not only the efficiency of personnel management, but also the effectiveness of the overall objectives set for each individual employee.

• • Focus on the main bearing target company.
• • Compatible with the culture of the organization.
• • A motivated and dedicated craftsmen - professionals.
• • Maintaining a cozy and comfortable microclimate inside the collective environment.
• • Participate in and support the governing apparatus of any employee.

20. Termination. Reasons, types (Прекращение действия. Причины, типы)

Termination - termination of the employment relationship between the employee and the employer.

termination is the employee's departure at the hands of the employer.

To be fired, ais generally thought of to be the employee's fault

Dismissal (увольнение )is where the employer chooses to require the employee to leave, generally for a reason which is the fault of the employee. The most common colloquial term for dismissal in America is "getting fired" whereas in Britain the term "getting the sack" or "getting sacked" is also used.

Layoff (увольнения) is usually not strictly related to personal performance, but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business or a change in the function of the employer (for example, a certain type of product or service is no longer offered by the company and therefore jobs related to that product or service are no longer needed).

Often, layoffs occur as a result of "downsizing", "reduction in force" or "redundancy". These are not technically classified as firings; laid-off employees' positions are terminated and not refilled, because either the company wishes to reduce its size or operations or otherwise lacks the economic stability to retain the position. In some cases, a laid-off employee may eventually be offered their old position again by his/her respective company, though by this time he or she may have found a new job.

Some terminations occur as a result of mutual agreement between the employer and employee. When this happens, it is sometimes debatable if the termination was truly mutual. In many of these cases, it was originally the employer's wish for the employee to depart, but the employer offered the mutual termination agreement in order to soften the firing (as in a forced resignation). But there are also times when a termination date is agreed upon before the employment starts (as in an employment contract).